This a descriptive research, with a qualitative approach that has been developed with
the objective of determining the internal and external factors that originate the voluntary
work rotation in the travel agencies of the city of Cusco. The research technique that has been
used is that of the case method, analyzing 19 companies, which according to the saturation
was enough to know the reality. The results indicate that there are high levels of rotation in
travel agencies in Cusco, where employees last between two and three years, mainly
withdrawing by seeking greater opportunities for professional development or better income.
Through the analysis of internal factors, researchers found that there are not clear
leaderships within organizations, so there is no sense of belonging and no appropriate
organizational climates have been created. Collaborators are evaluated annually, but not in all
cases, but with these results no feedback is provided or career plans are made, which leads
employees to feel that they do not have opportunities to grow professionally. All this leads to
dissatisfaction with work, although it is not perceived clearly by the bosses, and the intention
is created to rotate, which, when complemented by the existence of opportunities in the labor
market, produces the rotation of the workers. This undoubtedly brings costs to companies,
having to recruit, select and train new employees